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70-20-10 framework: How to improve employee performance with training & development

Nowadays, employees choose to work for companies willing to invest actively in their personal and professional growth. That’s why training & development plays a significant role in attracting and retaining talent within an organization. Standard training is just a fraction, while on-the-job and social learning has the highest impact on the development of talent.

The 70-20-10 model is a conceptual framework that helps to understand how learning naturally happens in organizations.

How to improve employee performance with training & development

To summarize it shortly, the 70-20-10 model indicates that employees learn from 3 types of experience, following a ration of

  • 70% challenging experiences and assignments

  • 20% developmental relationships

  • 10% coursework and training

70% of training & development: Challenging experiences and assignments

70% of learning comes from experience, experiment, and reflection. On-the-job learning, also known as experiential learning, means learning daily with on-the-job experiences, tasks, and other challenges.

Studies have shown that people who actively participate in an activity gain a deeper understanding of the subject than they would simply by reading a theory.

Therefore companies and team leaders not only have to provide a space for employees that empowers them to experiment and reflect on their decisions and performances but choose tools to access authentic, valuable, and high-quality learning materials that document the experiences of your company's experts.

20% of training & development: developmental relationships

20% of training & development: developmental relationships

20% of learning comes from interaction with others. Learning doesn’t happen in isolation. As humans, we are social creatures and seek interaction with others in every aspect of our lives.

Social learning means observing, asking questions, giving and receiving feedback, and simply exchanging knowledge. Especially for employees who work remotely, either in the home office or on the road, this can become challenging as they don’t get to exchange with other colleagues as much.

10% of training & development: formal learning & knowledge sharing

Ten percent of learning comes from planned, structured, and formal interventions, such as courses, classes, and activities.

A training method that has erupted due to the increasing volume of information employees need to take in, and the frequency with which this information becomes outdated is e-learning 2.0.

What is different from traditional e-learning offers, which provide content primarily in the form of online courses produced by experts, i.e., teachers or subject matter experts, is that e-learning 2.0 allows learners to get involved in course creation.

The advantage is that this fosters collaboration rather than a frontal learning approach and supports situational, non-linear usage.

How you can facilitate training & development with Audvice

Audvice is a collaborative voice knowledge base that makes it easy for everyone in the company to record, share, edit and listen to what matters most in your organization.

It allows you to easily capture, streamline and turn your employees' knowledge into close-to-reality content that is as scalable as it is personal.

Most importantly, it lets you combine experimental, social, and formal learning as employees can easily document and share knowledge in a standardized format with the necessary context to understand, learn and reflect.

The benefit of audio is for both ends: on the one hand, recording playlists enables people to share their expertise and experience without hosting long meetings, writing long documents or becoming a professional content creator. On the other hand, listening instead of reading provides employees with a better understanding, and in contrast to videos, it’s easier and more flexible to consume as it works perfectly on the go and fits the busiest schedule.

To give you a good impression of how learning and development can work with audio and benefit your organization, here is a step-by-step example:

  1. A sales leader identifies a performance gap regarding her sales reps' elevator pitches.

  2. She records and shares a playlist with a best practice pitch, where she also highlights key messages the pitch should always cover. She can check at any time who already listened to it.

  3. Sales reps can listen at their own pace and repeat to internalize the most important key messages.

  4. She then asks every sales rep to record their elevator pitch in a playlist and can simply add a track with her feedback for individual coaching without ending up in numerous 1:1s.

  5. If key messages change, the playlist can easily be updated.

  6. Whenever new sales reps join, the playlist serves as a perfect onboarding.

Here are a few examples of on-the-job learning playlists our customers shared in their voice knowledge base and turned into onboarding content for the learning and development of new joiners:

Training and development with a voice knowledge base

To sum it up, the 70-20-10 method shows us that learning needs to be an integrated, continuous process, a “learning by doing” experience, and not frontal education.

Audvice is the perfect tool to accompany this method and supports a personalized, employee-centric learning approach. If you want to see for yourself and try out how audvice can enhance your learning strategy, make sure to start get started for free today!


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